In today’s fast-evolving business landscape, interim leadership in digital transformation is becoming essential. Digital transformation is no longer optional — it’s a necessity. Organizations pour billions into new technologies, but time and again, many initiatives fail to deliver on their promise. Michael Risch, an accomplished interim executive specializing in digital change, believes the missing piece isn’t technology itself — it’s the leadership that guides its adoption and integration.
Unlike traditional managers who operate within long-established structures and are often entangled in internal politics, interim leaders like Risch bring something different to the table: speed, neutrality, and laser-focused impact. They step in with a clear mandate and without legacy baggage, which enables them to quickly build alignment across functions, establish agile governance, and drive outcomes that truly move the needle. As Risch puts it,
“Interim leaders don’t inherit legacy—they challenge it.”
A fundamental reason digital initiatives fail, Risch explains, is that technology rarely causes the problems—weak governance, unclear strategic alignment, and cultural resistance are the real barriers. “Technology doesn’t transform—people do,” he notes. Interim leaders act as catalysts by embedding new ways of working that connect digital efforts directly to business goals. This focus ensures technology is not just implemented, but adopted and leveraged for measurable value.
One of the toughest challenges in any transformation is breaking through organizational inertia and siloed structures. Here, Risch’s neutrality becomes a critical asset. As an outsider, he can challenge entrenched behaviors and foster collaboration between IT and business teams. By building trust and creating shared ownership, decision-making accelerates, and change becomes sustainable. “Interim leaders turn silos into shared goals,” he says. This cross-functional alignment is what sets successful transformations apart.
Bringing a fresh perspective is another advantage interim leaders offer. Companies often struggle to see their own blind spots, but someone like Risch, with cross-industry experience and external benchmarks, can ask the uncomfortable questions that spur clarity and decisive action. This objectivity helps cut through internal politics and focus on what truly drives success. “Fresh eyes ask the questions insiders avoid,” he observes.
A concrete example of interim leadership’s impact is in IT-business alignment. Under Risch’s guidance, data-driven governance models have connected technology initiatives directly to key performance indicators (KPIs), ensuring investments deliver operational efficiency and improved experiences. For instance, AI-driven HR processes at major firms have saved tens of thousands of hours by focusing on both operational efficiency and employee experience. This pragmatic approach turns strategy into execution, building momentum with early wins that scale over time.
Navigating uncertainty and resistance is part of the job. Risch combines empathy with digital fluency, using structured models to guide teams through change and defuse tension. He doesn’t just manage — he transforms mindsets and energizes organizations to embrace the future. “Resistance fades when people understand the ‘why,’” he explains. This human-centered approach is essential for sustainable transformation.
What sets interim leaders apart is their urgency and decisiveness. From day one, they focus on outcomes, rapidly onboarding and deploying proven playbooks that often outpace permanent teams slowed by internal constraints. This sense of urgency is critical when transformation is a matter of survival.
“Speed, neutrality, and cross-industry insight: the interim advantage,” Risch notes.
Finally, interim leadership shines brightest in moments of crisis or stagnation. When trust is low and priorities are unclear, leaders like Risch stabilize organizations by clarifying direction, building coalitions, and delivering tangible early results. Their neutrality allows them to navigate internal politics and turn difficult situations into fresh opportunities for growth. “In crisis, clarity and quick wins build trust,” Risch emphasizes.
Digital transformation is as much about culture and governance as it is about technology. Interim leaders bring the digital fluency and cultural empathy needed to bridge legacy systems and innovation. They don’t just fill gaps temporarily — they build capabilities that last. As Risch says, “Interim isn’t temporary — it’s transformational.”
In a world where digital transformation can make or break a company, Michael Risch’s experience reveals why interim leadership is becoming an essential part of the journey. By combining fresh perspectives, strategic focus, and a relentless drive for outcomes, interim executives are helping organizations unlock the full potential of their digital investments — and truly transform.